From my experience, I have identified 3 basic items you should have before firing any employee. If for some reason, you're even just a little untruthful, be sure the employee's attorney will use it to prove illegal discrimination or motivations. Beyond the layoff of a salaried monthly worker, there are other points to ponder. At the close of the lay off meeting, give the original copy of the jobholder separation notice to the former employee while keeping a copy for your records. If your insubordinate individual is an emotional mess or chemically dependent, then you'll want to refer him to your employee Assistance Program (EAP) or to a psychological counselor at the business's expense. (If you do not plan to cut a final check due to the size of theft, have the paperwork ready. Don't embarrass workers by having them escorted off the property.

I hope you like the memorandum and I wish you best of luck in your job search. In chapter 6, I used a case study to show how escalating discipline works. Give the firm grounds for the lay off including the company's new strategic direction and company pressures. A jobholder can be fired after engaging in gross misbehavior just one time, but you should be sure to complete a thorough probe proving your case before firing the jobholder. And when you terminate an employee, you have the legal right to not let that worker return to her or his work area to recover personal belongings. If it does become necessary to fire a worker, you must handle the matter with as much discretion and dignity as possible. Standards can assist you with all the details you must write a reprimand notice and what steps to take after that. In fact there are 5 deadly errors you can make when separating any worker.